Microaggressions are subtle, often unintentional remarks or behaviours that reflect bias or exclusion. They may come in the form of backhanded compliments, assumptions about someone’s identity, or offhand jokes that reinforce stereotypes. While often dismissed as “harmless,” these moments can have a cumulative impact, making people feel unseen, judged, or unsafe.
Empathy is a powerful tool for interrupting this harm.
When someone calls out a microaggression, it’s natural to feel defensive. “That’s not what I meant”, or “I was just joking” are common reactions that shift the focus away from the impact and onto the speaker’s intent. But empathy invites a different response, one grounded in curiosity, humility, and care.
Instead of reacting, empathy encourages reflection. It asks: How did my words land? What might this person be feeling? What can I learn from this experience? These questions allow us to shift from self-protection to mutual understanding.
Empathy also helps reduce the burden on those most affected by microaggressions. When leaders and colleagues listen without dismissing, validate the impact even when it’s uncomfortable, and commit to learning, it sends a powerful message: You matter. Your experience matters.
In an empathetic workplace, employees don’t feel they have to “toughen up” or remain silent to preserve harmony. Instead, they’re encouraged to speak up, to ask questions, and to grow together. Empathy doesn’t mean agreeing with everything; it means honouring another person’s reality, even when it challenges your own.
Practice Empathy:
When called out, try saying: “Thank you for sharing that I hadn’t realised. I appreciate you helping me see it differently.”
In meetings, ask: “Are we missing a perspective here?”
Build anonymous channels to safely share concerns about bias or exclusion.
Empathy won’t erase every microaggression, but it creates a foundation for fewer of them, and better responses when they do happen. It shifts the culture from denial to accountability, and from discomfort to growth.